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Contract Database Metadata Elements
Title: Finger Lakes, Community College of and Finger Lakes Community College
Employees Unit 7850-02, CSEA Local 1000, AFSCME, AFL-CIO, Ontario County
Local 835 (2000)
Employer Name: Finger Lakes, Community College of
Union: Finger Lakes Community College Employees Unit 7850-02, CSEA,
AFSCME, AFL-CIO
Local: 1000, Ontario County Local 835
Effective Date: 09/01/00
Expiration Date: 08/31/03
PERB ID Number: 8131
Unit Size: 101
Number of Pages: 36
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8131 08312003
Finger Lakes, Community College Of
And Csea Local 835 (NonInstructional Unit)
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AGREEMENT
by and between
ONTARIO COUNTY,
FINGER LAKES
COMMUNITY C'OLLEGE
and
CSEA, Local 1000 AFSCME,
AFL-CIO
eSElf
R E 1Qn~,er..G
OCT v
;<.~
Community College Employees Unit 7850-02
Ontario County Local 835
2002
NYS PUBLIC EMPLOYMENT
RELATIONS BOARD
September 1, 2000 - August 31, 2003
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T ABLE OF CONTENTS
Agency Shop, 2.1
Agreement, Totality of, Article 38
Allocation to Grade, 21.6
Bargaining Unit Definition, 1.1
Bulletin Boards, 2.2B
2
20
15
1
2
~
Call in Pay, General, 15.2
12
~
Civil Service, Testing Fees, Article 17
Credit Union, Payroll Deduction, Article 24
Disability Benefits, Article 9
Disability Benefits, Pay Supplement, 9.2
Disability Claims, Benefits an.dDisputes, 9.4
Disability, Self-Insurance OptiOll, 9.3
Disabled Employees, Reinstatement Rights, 9.5
Disciplinary Action, Article 1-3
DisCrimination, Prohibition of, 1.2
Employee Assistance Program, Article 29
Employee Recognition Program, Article 35
Federal an.d State Job Programs, Article 28
Flexible Spending Arrangement (FSA), Article 37
Grievan.ce Procedure, Article 12
Health Insurance, Article 11
Holiday Pay, 18.3
Holidays, Article 18
Hours of Work, Article 14
Job Security, Article 22.3
wve, Annual, Article 7
wve, Annual, Accumulation, 7.5
wve, Annual, Advance Use, 7.6
wve, Annual, Applicatioo an.d Scheduling, 7.4
wve, Annual, Entitlement, 7.2
wve, Annual, Exchange Program, 7.8
12
18
6
7
7
7
7
10
1
19
20
18
20
8
7
13
12
11
17
4
6
6
5
4
6
........ 4
6
5
4
4
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:
wve, Annual,Purpose,
7.1
~.... ..
wve,
wve,
wve,
wve,
Annual, Termination, 7.7
Annual, Years of Service Defined, 7.3
Family Medical, 5.5
Funeral, Article 6
wve,
Jury
Duty,
Article
31
. .......... ......
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..
wve, Sick, Article 10
wves of Absence, Article 5
Management Rights, Article 3
Military I..eave, Article 8
Notary Public Fees, Article 25
Overtime, Article 15
Part-Time Employees, Defined, 1.4
Part-Time Employees, Benefits, 1.5
Payroll Deduction, Credit Union, Article 24
Payroll Deduction, Dues and Insurance, 2.1
Probationary
Recognition,
Period,
Article
-
Article
1
4
~
19
;
7
3
2
6
18
~................. 12
1
1
18
2
...... ............ ....... .. ..... ... ...
... ..... ..... ............
.......... ... ...... .. ... .;. .. ............... ... ........... ... .......
~
Release Time Union 2.4
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-1-
3
1
2
TABLE OF CONTENTS4
Retirement Plans, Article 20 .
Safety Equipment, 34
Savings Clause, Article 32
Seasonal Employees, 1.3
Seniority, Article 22
Shift Differential, Article 16
Subcontracting,
Article
36
14
19
19
1
16
12
. . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
Term, Article 33
Testing Fees, Civil Service, Article 17
Training Cost Recovery, Article 27
Travel Pay, Article 26
Tuition Benefits, Article 23
Uniforms,
~.............. .. ....
Article 19
~
.......
~
Unioo Representative Access, 2.2
Unit Membership List, 2.3
Unioo Officials List, 2.3
Unioo Security, Article 2
Unioo Release Time, 2.4
Wages, Article 21
2
. . . . . . . . . . . . . . . . . . . . . . . . . ... . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ..
Worker's Compensation, Article 30
F: \labor\table
20
12
18
18
17
13
2
2
2
2
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of contents. doc
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14
19
THIS AGREEMENT IS MADE PURSUANT TO ARTICLE 14 OF THE CIVIL SERVICE LAW AND
ENTERED INTO AS OF THE 1ST DAY OF SEPTEMBER, 2000, BETWEEN THE COUNTY OF ONTARIO
AND FINGER LAKES COMMUNITY COLLEGE, HEREINAFTER CALLED THE "EMPLOYER", AND
CIVIL SERVICE EMPLOYEES ASSOCIATION, INC., LOCAL 1000, AFSCME, AFL-CIO, ONTARIO
COUNTY LOCAL 835, FINGER LAKES COMMUNITY COLLEGE EMPLOYEES UNIT 7850-01,
HEREINAFTER CALLED THE " UNION."
IT IS AGREED BY AND BETWEEN THE PARTIES THAT ANY PROVISION OF THIS AGREEMENT
REQUIRING LEGISLATIVE ACTION TO PERMIT ITS IMPLEMENTATION BY AMENDMENT OF LAW
OR BY PROVIDING THE ADDITIONAL FUNDS THEREFOR, SHALL Nor BECOME EFFECI1VE UNTIL
THE APPROPRIATE LEGISLATIVE BODY HAS GIVEN APPROVAL.
ARTICLE 1:
1.1.
RECOGNITION
Bargaining Unit DerwooD
The Employer hereby recognizes the Union as the exclusive negotiating agent of all of the employees of FINGER
LAKES COMMUNITY COLLEGE with the exception of the following:
Administrative
,
Positions
Professional Positions
Teaching Positions
Management Confidential Positions
Seasonal Positions
Temporary Positions
Student Aide/College Work Study
"
Each new position or new job title not excluded in the paragraph above which is created by the Employer during the
term of this Agreement which by the job description reports to the Boiud of Trustees, or the College President, sball
be excluded from the unit and all other new positions sball be included in the unit.
1.1
DiscriminatiOD, Prohibition of
H a displte under this provision is not settled after the completion of Step 3 of the grievance procedure, the arl>itration
provisions shall not apply, and the dispute may be processed through the appropriate state or federal enforcement
agency.
1.3
Seasonal Employees
For purposes of this Agreement, a seaso~ employee sball be defined as an employee hired for any number of hours
of work per week, but whose total employment period will not exceed six consecutive calendar months.
1.4
Part-Time Employees
Part-time employees shall be defined as employees who are regularly scheduled to work twenty hours or less per
calendar week.
1.5
Part-Time Employee Benefits
Recognition of the Civil Service Employees Association, Inc., Local 1000, AFSCME, AFL-CIO, Local 835, Finger
Lakes Community College Unit as the sole and exclusive bargaining agent for all ~egularly scheduled part-time
employees.
Part-time employees will be granted all rights and benefits of this contract, including Annual Leave as specified in
Article 7.2 C, but excluding Sections 9.2-9.5 of Article 9 (Disability), Article 11 (Heahh Insurance), and Article 23
(Tuition Benefits).
ARTICLE 2
2.1
PayroU Deduction,
a.
The College hereby agrees to deduct, biweekly or simultaneously with each payroll period, from the pay of
each employee covered by this Agreement an &IIlO\D of money in paymem of uniform dues, or agency shop
fees, and any insurance premiums under a Union operated insurance plan for those employees who have
authorized in writing such deductions by the College. The College further agrees to transmit said deductions
to the Union monthly at143 Washington Avenue, Albany, New York 12224.,
2.2
Union Representative
a.
Union representatives may meet with employees on the job, provided that the appropriate depa.rtmem head is
informed prior to such meeting, and no inordinate interruption of work is caused by such meeting.
b.
The Employer shall provide a bulletin board for Union use at the main campus and all extensions. There shall
be no defamatory or profane materials posted on such boards. The Union shall be responsible for the
. .
.
UNION SECURITY
Dues and Insurance
Access
placement of materials on the boards.
1.3
'
Ofracers and Membership Listin~
The Union shall provide the College President and County Administrator with an initial list of Union officials and shall
update such list whenever changes occur.
'.
The College shall provide a master list of all bargaining mUt employees to the Union when requested, but not to exceed
four listings per year. The list shall include the following: name, address, title, social security number, membership
.
status, deduction amount, date of hire, grade and step.
1.4 Union Release Time
The Union will be given time, without loss of Pay, during normal working hours , for conventions, seminars, hearings,
grievances, investigations, local Union business and other Union administrative business.
The Union Presided shall notify the FLeC Human Resources Officer of Union business that is expected to last beyond
one (1) full work day away from the job. The Human Resources Officer will have two (2) business days to approve such
a request from the date of receipt.
In no event, will the above activities be permitted to unreasonably
ARTICLE 3
MANAGEMENT
interfere with the operation of the College.
RIGHTS
The 'Employer retains the sOle right to manage its business and services and to d~
the working force, including the
rigla to decide the number of locations of its business and service operations, the business aDdservice operations to be
conducted and rendered, and the methods, processes and means used in operating its business and services, and the
control of the buildings, real estate, materials, parts, tools, machinery and all equipment which may be used in the
operation of its business or in supplying its services to determine whether and to what extent the work required in
operating its business and supplying its services shall be performed by employees covered by this Agreement; to
maintain order and efficiency in all its departments and operations, including the sole right to discipline, suspend, and
discharge Employees for cause; to hire, layoff, assign, transfer, promote and determine the ~cations
of employees;
to determine the starting and quitting time and the number of hours to be worked; subject only to such regulations
governing the exercise of these rights as are expressly provided in this Agreement, or provided by law. The above
rights of the Employer are not all inclusive, but ~icate the type of matters or rigiD which belong to and are inherent
to.the Employer. Any and.all the rights, powers and authority the Employer had prior to entering this Agreement are
retained by the Employer, except as expressly and specifically abridged, delegated, granted or modified ~y this
Agreement. Additionally, the parties intend that the administration of this contract shall be, insofar as practicable,
uniform within each department.
2
ARTICLE 4
PROBATIONARY PERIOD
Employees covered by this Agreement shall selVe probationary periods in accordance with the Rules for the Classified
Civil SelVice of Ontario County, Rule XV. It is understood and agreed between the Union and the Employer that
employees may be terminated in the. sole discretion of the Employer and without recourse to this Agreement at any time
during the probationary period or periods provided for in Rule XV. There sball be no seniority among probationary
employees. Probationary employees may be discharged or disciplined at the discretion of the Employer and without
recourse to this Agreement. The Union sball represent all probationary employees within the negotiating unit.
ARTICLE 5
5.1
5.2
LEA VES OF ABSENCE
Leaves of Absence, General Conditions
5.1.a
ADDlication: No leave of absence will be granted without a request in writing stating the
reason for the requested leave and the dates when the requested leave is to begin and end.
Requests for leaves of absence sball be submitted to the department head.
5.1.b
Aooeals: An employee who is denied a leave of absence under this section, in situations
involving exigent circumstances, may immediately apply to the College President for review
of that decision. Should the College Human Resources Committee disapprove a leave
recommendation, the employee may meet with the College Human Resources Committee
to discuss the reason for the disapproval. '.
5.1.c
Annual Leave: An Employee's annual leave accumulation shall be prorated when he bas
taken a leave of absence without pay.
5.1.d
Leaves of Absence. Failure to Return: Failure to return to work on the date designated for
return to work by an employee who bas been granted a leave of absence sball be deemed
a resignation of employment with the Employer. Furthermore, each such employee shall
be guaranteed employment in the same position from fiscal year to fiscal year unless be or
she is promoted, transferred, resigns, or is discharged following proc-lingtl: in accordance
with this agreement. In the instance of a promotion or transfer, the employee shall be
guarameed employmea:t in the positioo to which he or she is promoted or transferred, unless
removed as above.
Leaves of Absence, 10 Month Employees
Regular 10 month employees will be granted an unpaid leave pursuant to this Article for those months they are not
actively at work. Furthermore, each such employee shall be guaranteed employment in the same position from fiscal
year to fiscal year unless he or she is promoted, transferred, resigns or is discharged following proceedings in accordance with the agreemem. In the instance of a promotion or transfer the employee sball be guaranteed employmem in
the position to which he or she is promoted or transferred, unless removed as above. The 10 month work period shall
run approximately from September 1 through June 30, based upon normal school year dates.
5.3
LeavesofA~n~,PwdorUDpWd
The College may authorize leaves of abse~
following purposes:
with or without pay for a period or periods not to exceed one year for the
Attendance at a college, university or business school for the purpose of training in subjects related to the work of the
employee and which will be of mutual benefit to the employee and the employer, or for other personal business. The
College may authorize leaves of absence with or without pay for a period not to exceed two years, provided however
that the leave of absence is deemed an exceptional case under Civil SelVice Rule XX, subdivision 2.
3
S.4
Leaves of AbsenCe, Other County EmploymeDt
A Leave of AbseDce shall be granted to an employee with a permanent appoinbneut and desires and accepts another
coumy position. The leave recpIeSt ID1Stbe for a position where the employee would have probatiooary status as a result
of a temporary' appoidmeot made from civil service eligible list, or where the employee meets the minimulJ1 civil service
qualifications for the position where a civil service examination bas, not been held, or where an eligible list bas not been
established. 'In addition, the President ~y authorize leaves' of absence in excess of sixty days in cases of employees
who have permanent appointments and desire to accept another county position.
S.S
Leaves of Absence, Unpaid
Unpaid leaves of absence for personal business up to and including sixty (60) days may be approved by the President.
Requests for ~re than sixty days shall require College Human Resources Committee approval.
Family and Medical Leave Act of 1993 (FMLA):
S.6
In addition to and notwithstanding the above, the following shall awly to all leaves of absence under FMLA (29 uses
2600 ~:
'
1)
2)
3)
The twelve (12) mouth period within which an employee is entitled to twelve (12) weeks leave shall be a rolling
twelve (12) month period measUred backward from the date an employee uses any FMLA leave.
FMLA'leave may be taken intermittently in quarter (1/4) hour segments or in any other block of time.
Any leave taken will be charged to annual leave then available, except that employees may D1AirttAinup to two
(2) weeks of annual leave which do not have to be applied to the twelve (12) week period.
Health insurance coverage will be triAintAined during FMLA leave. Employees must arrange for payment of
'employee contnbutions to heaJth insurance premiums, if any, through the College Human Resources Office.
,-"Any~ leave taken as a result of a triggering event, including disability and workers' compensation leave
supplemented to full pay, shall be counted as part of the FMLA leave entitlement.
,
4)
"
S)
ARTICLE 6
LEAVE, FUNERAL
6.1,
In the event of the death of an employee's spouse, child, foster child, s~hild,
parent, including foster or
step-puent, brother or sister, or any member of employee's household, the employee shall be excused from
work at his request to attend the funeral, and sball be paid his regular day's pay for all days lost on the day
of the funeral, and four additional days, if needed, provided that all such days were regularly scheduled work
days of the employee.
6.2,
In the event of the death of an employee's grandparents, gramchildreo, mother-in-law, father-in law, brother
or sister-in-law, son or daughter-in-law, the employee sball be excused from ,work at his request to attend the
,
funeral and shall be paid his regular day's pay for all days lost on the day of the funeral and two additional
days, if needed, provided that all such days were regularly scheduled work days of the employee.
6.3
H, due to an employee's religious beliefs, the days gramed with pay, as provided for above, work a hardship
on the employee, be may apply to his Department Head to take the days in a different order provided all such
paid days are contiguous to the day of the funeral and the day of the funeral is such a paid day.
ARTICLE 7
7.1
LEAVE, ANNUAL
Purpose
Approved leave with pay for personal reasons and/or vacation shall be called annual leave.
7.2
Entitlement
A.
Each employee shall earn paid annual leave as follows:
4
Years of Service
No. of Davs
1
5
12
14
16
18
20
30
B.
15.5
20.5
21.5
22.5
23.5
24.5
25.5
30.5
Hours (37.5/wk)
116.25
153.75
161.25
168.75
176.25
183.75
191.25
228.75
Hours (40/wk)
124
164
172
180
188
196
204
244
The following schedule is applicable to regular ten month employees:
Years of Service
1
5
15
16
17
18
20
30
No. of Davs
Hours (37.5Iwk)
12.5
16.5
17.5
18.5
19.5
20.5
20.5
24.5
93.75
123.75
131.25
138.75
146.25
153.75
153.75
183.75
c.
Annual leave will be credited upon an employee's anniversary date ofbire. All computations shall be based
upon the hours specified.'
D.
The following schedule is applicable to regular put time employees. Annual leave will be calculated based
on the total hours worked in the prior year. Annual leave hours will be credited on the second pay period of each
calendar year.
Part-Time Hours as a %
of Full-Time Hours
50%
25%
Annual Leave
37.5 Hours
Accmed (Prorated)
40 Hours
58 Hours
29 Hours
62 Hours
31 Hours
77 Hours
38.5 Hours
82 Hours
41 Hours
After 5 Years of Service:
50%'
25%
7.3
Annual Leave, Years of Service Dermed
For the purpose of computing annual leave, years of service shall mean continuous years of employment, except for
an employee who has voluntarily left his employment, and who is rehired within twelve months of his date of
resignation, in which case the first such intermption of continuous service shall not be considered for purposes of
calculating annual leave.
'
7.4
Application and Scheduling
Employees shall be permitted to use 'annual leave in segments of at least one-quarter hour at any time, provided that
reasonable advance notice is given to supervision, and further provided that use of annual leave will not impair
efficiency of operation. If more employees want the same annual leave periods than can reasonably use 'them without
impairing operations, then employees with greater seniority shall have first choice of leave periods, provided that less
senior employees who have received approval for 'leave more than 90 days in advance of the start of said leave shall
have preference over more senior employees who apply thereafter.
5
7.5
Accumulation
Anmalleave
sball not be cwwlative from year to year, but employees may carryover ten unused days (37.5 hour week
= 80 hours) to be added to the following year's entitlement. With the approval of the
college's Hwnan Resource Officer, fifteen days may be carried over. At DOtime sball an employee's anmalleave credit
exceed the amounts set forth in 7.2 by more than 10-15 days, as herein provided, and additional unused days will not
be carried over.
="
75 hours; 40 hour week
7.6
Advance Use
Employees with six months of service may be permitted to use five days (37.5 hour week = 37.5 hoors; 40 hour week
= 40 hours) annual leave, which shall be part of the first year's annual leave entitlement.
7.7
Termination
On separation from Employer service, employ~ will be paid for all annual leave credited but not taken, and will
reimburse the Employer for any advanced, unearned use. Leave will be prorated for each month of service beyond
anniversary date.
7.8
Annual Leave Exchange Program
EmployeeS who have accumulated more than the hourly equivalent of ten days annual leave may relinquish up to five
whole day segments of annual leave in excess of five days for the caSh equivalent according to the following terms:
A."
Leave balances shall be as of the beginning of the fust payroll in June, according to PersooneVPayroll
Department records.
B.
Employees will request the amwalleave exchange payment on forms developed for this purpose by
the Employer, and shall be relinquished at the beginning of the second June payroll period.
c.
Time relincpished is payable at the rate effective at the beginning of the first June payroll, and is not
returnable to the employee.
D.
Payments will be made during the first payroll in June of the same year, except in the case of
separation from service, in which case employees will be paid in the normal manner.
E.
To qualify for the program, employees must have bad no periods of unpaid leave in the twelve month
period immediately preceding the application, to be verified by the department head.
ARTICLE 8
MIUTARYLEAVE
Employees shall OOtify their supervisors as far in advance as possible of required military assignments.
ARTICLE 9
9.1
DISABIUTY BENEFITS
Disability Insurance
The Employer sball purchase, at Coquty expense, New York State Disability Insurance for all employees covered by
this Agreement. Such disability insurance"shall provide coverage immediately for all employees who are on the payroll
on the effective date of this Agreemed, and for persons who are employed after that date coverage will become effective
on the date provided by such contract of insurance.
6
9.2
Disability Benefits, Pay Supplement
When an employee qualifies for payment of New York State Disability benefits for any d&y, the Employer will
supplement the difference between such benefit and the employee's regular daily pay for each such day paid for under
the contract of .insurance.
9.3
Disability, Self-Insurance Option
The Employer sball.have the option of self-insuring the present disability insurance plan under which the employees
represented by CSEA are now covered. IT the Employer decides to self-insure such plan it shall do so in accordance
with the Worker's Compensation Law and the rules and regulations promulgated from such law. Furthermore, the
Employer sball guarantee that all benefits and protection gramed employees under the law as well as the plan presemly
in effect shall continue in full force and effect. ITthe benefits under the law are increased or if any changes occur in
the law covering disability which are advantageous to the employee, the Employer shall amend its self-insured plan to
conform to such changes.
9.4
Disability Claims, Benefits and Disputes
The qualifications for and benefits of New York S~e Disability shall be as provided for in the contract of insurance
or the rules and regulations of the self-insurance plan, which shall be provided to the Union. Disp1tes as to coverage
shall DOtbe a grievance under this agreement but shall be resolved as provided by law. The Employer's obligation to
pay the supplemelt to disability benefits shall rest on the outcome of the claim under the applicable laws and regulations,
and will be payable only when and if such claim is paid. Employees receiving disability beoefits under this article shall
not, during the time for which said benefits are paid, accrue paid leave of any type under this agreement.
9.S
Disabled Employees, Reinstatement Rights
When a permanent .employee bas received disability benefits as provided in this article for the maximum period
permitted, said employee shall report for work within thirty days after the last day for which benefits were payable.
If an employee does not report for work, his employment will be terminated on the 31st day after the cessation of
benefits. Health insurance under Article 11 0"£this agreement will be paid for the thirty day period by the Employer.
For five months thereafter, such an employee will be reinstated to the same title he held at the beginning of the disability
penod, provided the disability has ceased, and provided a vacancy in that title occurs.
ARTICLE 10
LEAVE, SICK
As outlined in the 1991-1992 contract agreement, certain individuals continue to be entitled to accrued sick days. For
purposes of admiI)istration of these retained benefits, refer to Article 10 of the 1991-1992 contract agreement.
ARTICLE 11
11.1
HEALTH INSURANCE
Health Insurance
The employer' shall make available to each employee either single, sponsor (2 person) or family coverage under one
of the following plans, each of which is in effect at the date of execution of this agreement:
a.
b.
c.
d.
e.
NMCMSCP Blue Cross/Blue Shield/Blue Million Preferred, with the following riders: Full OutPatient Rider, First AidlConsultation Rider, and $5.00 Co-pay Prescription Drug Rider;
Blue Choice Extended;
Preferred Care Preferred Plus;
Blue Choice Select;
Finger Lakes Managed Care.
7
Employees may change plans at least once per calendar year, at a time established by the employer.
In the ev~ that either an open enrollment period for health
insurance
cannot be held, or modifications and emolhneots
to employees' flexible spending accounts cannot be made, the parties agree that the current contribution formulas will
continue in full force and effect until July 1, 2001, or until both conditions can be met, whichever first occurs.
11.2
H~thIns~,Conbibution
All employees shall contnDute to the cost of the health
insurance
as follows per pay period:
PLAN
CO-PAYMENT
NMCMSCP Blue CrosslBlue ShieldlBlue Million
Blue Choice
Preferred Care
Blue Choice Select
Finger Lakes Managed Care
0%
15%
15%
15%
15%
H the NMCMSCP savings to the College are less than 15% from the Blue CrosslBlue Shield-Blue Million plan, the
employee premium co-payment will be the percent of difference.
11.3
H~th
Insurance, When Benefit Available
The above health
shall be provided for aU momhs that an emPloyee is actively at work, and aU periods of sick
leave whether work related or not, and aU periods of paid leave of absence. H an employee bas exhausted sick leave
benefits aDd his employment is not terminated, he shall be permitted to continue their heaJth insurance coverage by
paying the full cost of such coverage to the FLeC Human Resources office monthly.
11.4
H~th
insurance
Insurance, Dental
premium,100% of whichis to be paidby the employees
The employer agrees to remit the amount of ~
desiring such coverage, to an
carrier designated by the Union. The Employer assumes no responsibility for
insurance
insurance
organizing, negotiating with the insurance carrier, and administration of the plan, the Employer's obligation being
.limited solely to a payroll deduction and transmittal of funds; the Union agrees to provide the FLeC Human Resources
Office. with such documentation and certification as may be reasonably required in order that the pay deductions and
transmittal of funds may be properly accomplished.
11.5 H~th
Insurance, Ten Month Employees
Ten month employees will pay health insurance co-payments over a ten-month period Any required employee
contn"bution for the two months they are not working during the summer will be included in the total employee
deduction over the ten-month period.
11.6
H~th
Insurance, Part~e
Employees
Part-time unit employees are eligible to participate in the same plans available to full-time employees, the cost of which
is to be paid 100% by the employee.
11.7 Health Insurance, Premium Conversion Plan
All employee contn'butions required under this article shall be on a pre-tax basis.
ARTICLE 12
12.1
GRIEVANCES AND ARBITRATION
Grievance Procedure, Dermition
8
For' the' purpose of this Agreement a grievance shall be defined as a dispute or controversy between an individual
employee covered by this Agreement and the Employer, arising out of the application or interpretation of this
Agreement; or a grievance as defined by Section 682, 'sub-division 4 of Article 16 of the General Municipal Law.
Grievance Procedure, Exclusions
12.2
The inclusion in this article of grievances as defined by Article 16, Section 682, subdivision 4 of the General Municipal
Law is intended ,to substitute the grievance and arbitration procedure of this Agreement for the grievance procedure
which the Employer previously adopted under the terms of Article 16 of the General Municipal Law and which is
required 'by said Law, and upon the effective date of this Agreement the grievance aDd arbitration procedure in this
Agreement shall be the only such procedure available to employees covered, by this Agreement.
It is expressly
understood and agreed by the parties that the grievance and arbitration prooedure provided for in this Article does not
apply to' and, is not intended as, a substitute or an alternative for any actions permitted by, or required of the Employer
Under any Article of the State or Local Civil Service Law or,R~les, except as otherwise provided herein.
Grievance Procedure
12.3
,
,
The purpose of this Article is to provide the sole method for the settlement of grievances as defined herein and such
grievances shall be settled in accordance with the following procedure:
Stool:
,
Grievances shall be presented orally by the aggrieved employee to the department head, with or without his
Union representative, ,at the employee's option, and within 'ten deputmentaJ. working days from the date of
knowledge of the cause or occurrence giving rise to the grievance. If discussion of the grievance with the
department bead does not result in resolution of the grievance then the aggrieved employee may proceed to
Step 2.
Steo 2:
The aggrieved employee shall submit his signed written grievance to the College Presided within ten working
days &om the date of the initial dis~ion
of the grievance with the deputmeot head. After receipt of a written
grievance at this step, the College President shall convene a meeting within ten working days of the date the
written grievance was received by him, between the aggrieved employee, the Union representative and the
Department Head and/or other representatives of the College for the purpose of resolving the grievance. If
the grievance is not resolved as a result of this meeting, then the President shall have three working days to
provide a written response to the aggrieved employee and his Union representative.
If that decision is
unacceptable to the employee, then within five working days the aggrieved employee shall proceed to step
three.
Steo3:
'
'
The aggrieved employee may submit his grievance to the County Administrator who within ten working days
after he receives the written grievance will convene a meeting between the aggrieved employee, his Union
representative and the College President and/or other representatives of the College, for purpose of resolving
the grievance. If the grievance is not resolved. at this meeting, the grievance may be submitted to arbitration.
Steo4:
.
In the event that a grievance is unresolved after being processed through all of the steps of the grievance
proCedure, or having DlOved through the grievance procedure by default, then Dot later than thirty calendar
days after the thUd step procedures are campise, or thirty calendar days after the time limits required by the
steps in the grievance procedure have ron, the grievance may be submitted to arbitration by filing a copy of
the request with the County Administrator.
The County Administrator shall ammge an arbitration bearing as soon as possible by calling the first arl>itrator
on the alpbabetica1ly-ordered panel. If be can't render a decision within two weeks, the next arbitrator 011the
panel shall be called, and so on, until the first available arbitrator is picked. Selection of an arbitrator for the
next case will begin with the next arbitrator on the panel.
9
The arbitrator shall have DOpower to add to, subtract from or modify any of the provisions of this Agreemem.
No decision of an arbitrator or of the Employer in any grievance case shall create the basis for retroactive
adjusbnent, or other adjustment, in any other case.
No arbitrator shall decide more than one grievance on the same bearing or series of bearings except by mutual
agreement between the parties.
The decision of the arl>itrator sball be final and binding upon the parties.
The fees and expenses of the
arl>itrator, and the costs of the hearing room, shall be shared equally by the Employer and the Union. , All'
other expenses shall be borne by the party incurring them. Neither party shall be responsible for the ~r
party's share of the divided costs nor of the expense of witnesses or participants called by the other.
Arbitrators for the term of this contract shall be mutually agreed upon by the union and the county, and a list
of five shall be, initialed by the parties and attached to this ag~
as 800Il as pOssible. H a vacancy occurs
in the panel of arl>itrators, the union and the county will select an alternate as ~oon as possible.
12.4
Grievance Procedure, Time Limits
Unless the parties mutually agree to extend the time limits set forth in this procedure" a grievance shall be deemed
settled on the basis of the relief sougIt by the grievam if the Employer fails to comply with such time limits at each step
while the grievance sball be deemed waived and the grievant sball be barred from proceeding to the next step if the
grievant fails to comply with the aforementioned time limits.
ARTICLE 13
13.1
,',
DISCIPLINARY ACTION
Disciplinary Action, DefmitioDS
Disciplimuy action may consist of written rep~,
suspensions without pay, fines not to exceed '$200 to be deducted
from the salary or wages of the employee in installments, losses of accroed leave credits, reductions in grade and
dismissals from the ser:viceand may be imposed only for incompetency or misconduct.
13.2
Disciplinary Action, Immediate Suspension
An employee may be suspended by the College without pay for up to thirty (30) days pending the outcome of the
grievance procedure, provided that a determination is made by the College that an employee's cominued presence on
the job would be disroptive to 'the normal course of business or threaten the safety of fellow employees or the plblic.
AD.employee may not be suspended without pay unless he/she bas received written notice of the charges against
himlher, bas been apprised of the evidence against himlher, bas been afforded Union representation, and bas been
offered the opportunity to be heard within a reasonable time period. In all other cases, disciplinary action may not be
imposed except in' accordance with this procedure. In cases of suspension prior to hearing, an arl>itrator may award
back payor he/she may consider the period of suspension as put of the appropriate penalty. However, the arbitrator
'shall not order back pay in any case for a period of more than sixty (60) working days prior to, the date the grievance
was initiated. All awards of back pay shall be limited to the amount of wages the employee would have earned from
hislber employment with the Employer but riot in excess of the period above defined, less any other compensation for
personal services that he/she bas received from any source during said period.
13.3
Disciplinary Action, Notice of Proposed Action
An employee against whom, disciplinary action is proposed shall receive a notice of the proposed action and the reasons
for it. A copy of this notice shall be provided to' the Union. Unless a written grievance is filed with the County
Administrator within'ten work days of the receipt of such notification, the matter will be settled upon the penalty as
proposed by the county, and the disciplinary action proposed may then become effective. The notice of proposed
disciplinary' action shall specifY the reasons for the proposed disciplinary action, including a description stating the
alleged acts and conduct, and the dates, times and places such acts am conduct occurred, as well as the penalty sought
by the College.
10
,
13.4
Disciplinary Action, Employee Rights
Except as otherwise provided in this section, none of the disciplinary peoaIties listed sball take effect until the
completion of the procedure. An employee is entitled to representation by the Union or an attorney at any step of the
proceeding. The rights provided in this article extend to all employees in the bargaining uiUt except probatioD8J)' and
.
provisional employees of the employer.
13.5
Disciplinary Action, Waiver or Civil Service Rights
The parties agree that the procedure provided in this contract sball be the exclusive procedure for the taking of
disciplinary action against employees, and the review of such disciplinary action by employees. Any and all rights
extended to employees by Section 75 and 76 of the Civil Service Law, or any role or regulation adopted thereunder,
are hereby waived.
13.6
Disciplinary Action, Grievance Procedure
Any grievance cont~ting disciplinary action, proposed or taken, sball be filed directly at Step 3 of the grievance
procedure provided in this contract. H not resolved at Step 3, the grievance may be submitted to Step 4 in accordance
with the grievance procedure provided in this contract.
13.7
Disciplinary Action, Grievance Procedure, Time Limits
uniess the parties DlUtually agree to extend the time limits set forth..in this procedure, a grievance sball be deemed
settled on the besis.ofthe reliefsougk by the grievam if the. Employer fails to comply with such time limits at each step
while the grievance sball be deemed waived and the grievant sball be barred from proceeding to the next step if the
grievant fails to comply with the aforemeotiooed time limits. No disciplinary proceeding sball be commenced more than
three years after the appearance of the alleged incompetency or misconduct complained of, except that such limitation
sball not apply where the incompetency or misconduct complained or would, if provided in a court of competent
jurisdiction, constitute a crime.
ARTICLE 14
14.1
HOURS OF WORK
.
Hours or Work, 40 Bolli's
The regular work week for employees in the following departments and units sball be 40 hours per week:
Buildings and Grounds
Campus Safety Office
Central Office Services
14.1
Hours or Work, 37.5 Hours
Except as provided in Section 14.1, the regular work week for employees sball be 37.5 hours.
14.3
Hours'or Work, Flexible Schedules
The partiessball meet and.confer prior to the implementation of any work schedules which will regularly include more
or less than 5 days per wee&cfor any unit members.
14.4
Hours or Wor~.Student
Aides and Work Study Students
During the academic sessions, student aides and work study s~ents sball not work more than 20 hours per week.
During the academic interims they may. work up to 49 hours per week.
14.5
Campus Safety PersOnnel
All uniformed campus safety personnel who are required to be on continuous operation shall be entitled to a thirty
minute paid lunch period during each eight hour shift.
11
ARTICLE 15
OVERTThfE
15.1
Overtime shall be p.Ud for at time and one-balf the employee's straight'time hourly rate for all hours actually
worked in excess of the regularly scheduled work week. All paid leave will count as time worked for the
purposes of overtime. Such pay shall be calculated m segments of not less than fifteen minutes.
15.2
Call In' Pay, General
When ~ employee is called to work during his scheduled time off, all hours worked will be
times his regular hoUrly rate. An employee will be guaranteed at least two hours pay at
regularly hourly rate. If an employee is called in on a holiday, all -call-in- time work will
times his regular hourly rate. Whenever an empioyee is called into work without at least
he shall not be denied his regular scheduled work day.
paid for at one aDd on&-haJf
one and one-half times his
be paid at two and ooe-balf
two business days' notice,
'
"
15.3
Compensatory Time
In lieu of the payment of overtime as set forth herein, an employee may request compensatory time in an amoont e<pW
to 1.5 hours for each hour of overtime, as defined herein, actually worked, and may be granted said amount of time
off with pay in lieu of the payment of overtime compensation. All such compensatory time shall be taken withinninety
(90) days of accroal. Exception may be granted with the approval of the Human Resources Officer.
ARTICLE 16
,
SHIFT DIFFERENTIAL
All employees cov~red by this agreement who are assigned to shift work sball be paid shift differential of 5$ cents per
hour in addition to their -straight time hourly rate - for all hours worked on a shift in which the inajority of hours are
worked between 6:00 p.m. aDd 6:00 a.m. It is understood that the shift differemialsball be paid at SS cents for straight
time and overtime hours when the employee's shift qualifies for shift differential as provided for herein.
ARTICLE 17
TESfING FEES, CIVIL SERVICE
Employees shall DOtbe recpired to pay any civil service testing fees for promotional examinations Adminidered by the
Ontario County Division of Human'Resources except that any employee who bas been notified that be/she will be laid
off sball not ~ required to pay any civil service testing fees for open competitive examinations from the date of said
notice to the expiration of one year following the last day of work.
ARTICLE 18
18.1
'
HOLIDAYS
Holidays, General
Unless otherwise provided herein, a holiday shall be defined as one fifth of the regular work week.
Part Time employees holiday hours should be considered as part of the regularly scheduled work week. Unless
otherwise directed by the supervisor, a part time employee should not work beyond the regularly scheduled work week.
FLeC employees will receive twelve holidays, five of which will be designated by the academic calendar by April 1
of each preceding academic year, and the remaining seven will be:
1.
2.
3.
4.
5.
6.
7.
Christmas
New Year's
Martin Luther King, Jr. Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
12
'
18.2
Holidays, Ten Month Employees
FLeC ten month employees sball receive holidays as provided for the FLCC employees in geneial. Regular ten momh
employees sball receive holidays as specifted in Section 18.1. Ten month employees shall not receive Indepeldence Day
as a paid holiday unless they work before and after Independence Day.
18.3
Holiday Pay
A.
Each employee who is required to work on a holiday shall receive time and one-balf his straight time hourly
rate for all hours worked on a holiday plus holiday pay. Hours worked in excess of the employee's regularly
scheduled hours during the twenty-four hours comprising the holiday shall be paid for at two and one-half
times the employee's straight time hourly rate; overtime which is worked prior to or after the twenty-four
hours comprising the holiday shall be paid for at one and one-half times the employee' 8 straight time hourly
rate.
B.
Employees who are recpUred to work 011both"the nationally observed holiday and the contract observed holiday
when such falls on a Saturday or Sunday sball receive ~ and one-half their regular rates of pay only for one
of the days, the day that the most hours are worked.
C.
Holiday pay for Campus Safety Officers shall be banked for each holiday at a straight time rate for holidays
not worked and at time and one half for holidays worked. Holiday pay shall be in December of each year~
in. a separate check.
18.4
Holidays, Saturday and Sunday Observance
."
.
When one of the above holidays falls on a Sunday, it shall be observed on the following Monday.
above ho~ys
ARTICLE 19
19.1
When one of the
falls on a Saturday, it sball be observed on the preceding Friday.
UNiFORMS
Employer Optiom
The employer sball, when its Board of Trustees determines that employees in any department shall be required to wear
uniforms, including shoes or special equipment, provide therefor in accordance with either secti0l119.2 or section 19.3.
The design of said uniforms shall be the responsibility of the employer.
19.2
Issued Uniforms
A.
Issuance and Return
.
B.
Each employee shall receive an initial issue of uniforms, and may thereafter receive additional
uniforms each year for replacement purposes. Cleaning and maintenance shall be provided by the
employer. Worn out or damaged uniforms IIR1Stbe returned to the employer before replacemems will
be issued. Upon separation from the service of the employer, the employee sball return all uniforms,
or be liable for the value of such items.
Maintenance
ODtion
In lieu of employer maintenance of uniforms, as set forth in section 19.2.1 above, the employer may
pay to each employee required to weau: a uniform pursuant to that section the sum of $250.00 per
year, to be added to base salary/rate, and paid quarterly pro rated for each payroll period of each
year when said uniform is required. Employees receiving such an allowance shall provide regular
cleaning and maintenance of uniforms, except that no employee shall be required to clean uniforms
which are CODtAmi~ted by hazardous substances. [Note: under current law, this allowance is subject
to withholding.]
13
.
Uniform Allowance
19.3
Each employee required by the employer to wear a unifonn, and who is not covered under the provisions of section
19.2, shall receive an anwa1 allowance of $240.00, to be added to base salary/rate and paid cputerly pro rated' for each
'payroll.period of each year when said employee is required to wear a unifonn uDder the provisions of this section.
Employees, receiving such an allowance shall provide regular cleaning and maiDtenance of uniforms except that no
employee shall be recpired to clean uniforms which are cof1tJuninAtedby hazardous substances. Upon separation from
the service of the employer, the employee shall not be required to return uniforms purchased pII'SWUt to this section,
and said uniforms sbail remain the property of the employee. [Note: under cu.rreot law, this allowance is subject to
withholding. ]
General Conditio~
19.4
A.
EmDlovees' Duties
Departments may make and enforce reasonable work roles regarding the use and care of uniforms,
including, but not limited to, roles regarding care and cleaning, off~
use, display of personal or
political messages, and standards of color, style, and general appearance.
B.
Susoension of Benefits
Uniforms and/or unifonn allowances shall not be 'provided to employees on disability or unpaid
,'.
leaves of absence.
ARTICLE 20
RETIREMENT PLANS
20.1
The employer shall provide the New Yode State Retirement Plan known as Section 7S-i of the New York State
Retirement &nd Social Security Law.
20.2
The employer shall provide the following options to the Retirement Plan in 20.1:
A.)
Application of unused sick leave as additional service credit upon retirement (Section 41-J).
applies only to those employees with a sick leave bank of accroals.
B.)
Guaranteed minimum death benefit as prescnbed under New York State Retiremem law (Section 6B).
Hthe New York State Legislature renews the Military Credit law (Section 41-K) the employees of
Ontario County may plrcbase, at.their own expense an amount of time in the retiremem system ~
the amount of time spent in service during a war as defined by New York State Civil SelVice Law.
C~)
ARTICLE 21
21.1
'
This
WAGES
Wages
A.
Wae.e Schedule. Hourlv Rates
All employees assigned to grade and step will be paid on the basis of hourly rates, as set forth in
Schedule F incorporated in this contract. Anm.1alwage schedules are included for reference plrposes
only.
B.
Wae.e Increases
The wages of each employee in the unit sball be increased by ~.2S % on September 1, 2000, 3 % on
September 1, 2001, and 3% on September 1, 2002.
14
The Parties shall meet and confer on wages for 2002-2003 in the event the CPI-W unadjusted, for
the 12 month period prior to September 2002, equals or exceeds 4%.
C.
Tables
The following tables are included in this contract:
2000 Schedule F
2001 Schedule F
2002 Schedule F
2000 Schedule N (reference only)
2000 37.5 Hour Week Annual Wage Schedule
2001 37.5 Hour Week Annual Wage Schedule
200237.5 Hour Week Annual Wage Schedule
2000 40 Hour Week Annual Wage Schedule
200140 Hour Week Annual Wage Schedule
200240 Hour Week Annual Wage Schedule
11.1
(reference
(reference
(reference
(reference
(reference
(reference
Wages, Promotion
When during the term of this Agreement 'an employee is promoted from one pay
~Ioyee
will be placed in the first step in the new pay grade which ~ produce no
at the time of promOtion, but not to exceed the top step in the new grade. Any time
one position in a salary grade to another position in a higher salary grade, it shall be
of this section, and the monetary increase shall be paid upon appointment.
11.3
only)
only)
only)
only)
only)
only)
grade to a higher pay grade, the
less than $500.00 increase in rate
a permanent employee goes from
d~
a promot~on for plrposes
Wages, DemotiOn
When during the term of this Agreement an employee is demoted from one pay grade to a lower pay grade, he shall
be placed in the step in the lower pay grade which represents his actual continuous service with the Employer, such
lower pay to begin on the date he is actually transferred.
11.4
Wages, Transfer
When an employee accepts a position in another title in the same grade in which he/she is currently serving, that
employee will be assigned to the same step in the grade that he/she occupied in the former position.
11.5
Wages, Annual Increments, Evaluation and Appeal
A.
Yearly changes and steps shall be granted to employees within the steps on the first day of the
calendar quarter in which their anniversary date falls, except that this provision shall not apply to
,
11.6
employeeSreceivinga .U~ (improvementrequired)overall ratingon the July evaluation.
B.
Employees hired after September 1, 2000, shall not receive step increases, but shall remain frozen
at Step Minimum, and shall receive only the annual wage increases set forth in Section 21.1 B.
c.
Annual evaluations shall be conducted in July. An employee receiving a .U. (improvemem required)
overall rating may file a grievance under Article 12 beginning at Step 2, and may proceed through
Step 4 of the aforementioned procedure if the grievance is not resolved at an earlier step. An
arbitrator shall award the increment as of the date it would have been paid if the evaluation had been
satisfactory if he finds that the rating was inappropriate.
Allocation to Grade
The parties agree to meet and confer prior to any grade reallocations taking effect.
IS
21.7
Ten Month' Employees
,
Ten month employees shall receive wages' for that time actually worked, except 88 otherwise provided herein, and said
wages shall be paid over a ten month period of time only.
21.8
Wages, Direct Deposit Program
On the effective date of this agreement, all employees sball participate in the direct deposit program offered by the
employer. All banks within Ontario County offering direct deposit to the College sball be included in the program.
21.9
Wages, Emergency Closing
H College buildings are closed due to emergency conditions, employees sball suffer no loss of pay.
21.10
Repayment of Overpaid Wages
The parties agree that, in the event an employee is overpaid, one of the following options sball be selected by the
employee, and repayment sball proceed accordingly:
1.
2.
3.
-
Remittance of a check the full amount of the overpayment within 5 business days
Deduction of the full amount of the overpayment from the gross wages of the next payroll check.
Deduction of 50 % of the overpayment from the gross wages of the next two payroll checks this
-
option being available only for overpayment in excess of $100
4.
21.11
.
Special repaymem plans may be negotiated between an individual employee and the FLeC Treasurer.
Wages, Out of Title
An employee who works out of title for 30 or more caleodar days sbaIl be paid therefor at the rate set for the out of tide
position. Departmem beads sball certify, in writing, upon the request of any employee that said employee worked in
an out of title position, provided that' said se~ice is equal to or greater than 5 days. The parties understand that, in
applying the above provisions, the employer will treat out of title work as a temporary promotion, and will apply the
provisions of 21.2, entitled, Wages, Promotion, for purposes of setting the appropriate rate of pay for the out of title
.
work.
21.12
Longevity Pay
Employees shall annually receive the following amounts in relation to their years of service:
10-14 years
15-19 years
20-24 years
25 years or
$250
$500
$750
$1000
of service
of service
o~ service
more
These paymems shall be prorated for part-time and ten-month employees. These payments shall be added to the annual
wages of eligible employees at the beginning of the contract years when the service levels are reached, and shall be
included in all payroll ~culations except the annual percentage increases above.
ARTICLE 22
22.1
SENIORITY
Seniority, Dermition
Seniority for non-competitive class Civil Service Employees covered by this Agreement means an employee's length
of commuous service 'with the Employer since his l8st date of hire with Ontario COtDlty. Seniority for labor class Civil
Service Employees covered by this Agreement means an employee's length of continuous service with the employer
since his last date of mre with Ontario County, but no seniority rights shall be extended to any labor class Civil Service
Employee until the completion of two years' continuous service with the employer.
16
An employee's continuous .service and all of his seniority ri$hts shall be terminated by any of the following:
1.'
2.
3.
4.
5.
6.
.7.
8.
22.2
Voluntary quit
Discharge
Retirement.
.
Failure to report for work for three consecutive working days without prior notification to the
employer of reasons for such. absence shall be considered a voluntary quit beginning on the first day
of such. absence.
Failure to return from an approved leave of absence on the schedU1ed date for return.
~aving been laid off for a period of 6 consecutive calendar months.
.
Having been on sick leave, paid or unpaid for a period of-twelve consecutive calendar months.
Failure to report for work on the agreed date of a recall from layoff.
Seniority, Layoff, and Recall
Notwithstanding the foregoing, all non-competitive and labor class employees covered by this Agreemem shall be laid
off and recalled in the same manner provided by law and regulation for the layoff and recall of competitive class
employees.
After giving such. notice of intent to return, if the employee fails to be available within ten calendar days after the
mailing of such. recall notice, such. employee shall be deemed to have quit.
The provisions of the above paragraph shall apply unless the Employer and the ~loyee
have agreed upon a date for
return to work at the time the layoff occurred. In the event the employee fails to report for work on such. agreed date,
he/sbe shall be deemed to have quit.
No DeWemployees shall be hired' Uta a classification \mtil all employees who are on layoff status from that classification
have been offered recall.
22.3
Job Security
The College agrees to provide a sixty (60) calendar-day notice to affected employees and the union in the event of
layoff. H that notice is given, then no additional benefits are provided, except as set forth.below.
In the event that the sixty (60) calendar -day notice cannot be met, the employees and the Union will be notified as soon
as possible and employees will be paid their regu1&r wages for sixty (60) calendar days from the date of layoff notice.
Laid~ff employees will receive health. insurance, in the plan in which. they are .enrolled, fully paid by the College for
sixty (60) days from the date that the next premium payment is due, following actual layoff.
Laid~ff employees will be paid for any annual leave currently accrued, pursuant to Article 7 Section 7.7.
The College will develop transitional services for laid~ff employees to include job counseling, retraining services, use
of office equipment, etc.
Laid~ff employees will receive tuition waiver benefits (Article 23B) for one (1) year from the date of layoff.
Laid~ff employees would be considered for any vacant professional positions for which. they apply and are qualified.
Job security language will be and is intended for all full and part-time, permanent members of the bargaining unit.
100% Grant Funded positions are excluded.
ARTICLE 23
TUITION BENEFITS
23.a. Tuition Reimbursement
Tuition reimbursement
will be provided at 75% of approved courses.
17
b. Tuition Wsiver
All members of the Bargaining Unit shall be permitted to register for and attend, tuition free, any credit or non-credit
course offered by the College provided space exists and provided that such attAnttAnce in no way interferes with their
official duties. During the term of this agreement, the dependent children and/or spouses of all unit members will be
provided a tuition waiver upon enrollment as full or pe.rt-ti.tDestudents. Only available class splCe is to be used for this
program, and it is understood and agreed that no section shall be created, and no staff shall be added to comply with
the College's obligation under this section.
ARTICLE 24
2.4.1
PAYROLL DEDUCTIONS
CREDIT UNION
The College agrees to remit credit union savings or loan repay.Dents via payroll deduction in accordance with roles
mutually agreed upon between the credit union and the appropriate Employer payroll unit, regardless of the parties'
choice of credit unioo. The College will maintAin only one payroll deduction per employee for credit union parposes.
2.4.2
PEOPLE DEDUCTION
The Employer agrees to deduct from the wages of any b8rgaining unit employee a PEOPLE deduction as provided for in a
written authorizatioo. &Jch authorization ImSt be exeated by the employee and may be revoked by the employee at any time
by giving written notice to both the Employer and the Union. The EmpIoJer agrees to remit any deductions made parsuam to
.
this provision to the Union together with an itemized statemem showing the D&JDe
of eich employee from whose pay such
deductions have been made aJXIthe 8IDOUttde<hlCtedduring the period covered by the nmittance.
.-
ARTICLE 2.S
NOTARY PUBUC FEES
Employees who are required by their De~
Employer.
ARTICLE26
Heads to be Notaries Public shall have the Notary fees paid by the
TRAVEL PAY
The mileage allowance for an employee using a personal automobile in the performance of his duties as a college
employee shall be in accordance with'IRS rates.
ARTICLE 27
TRAINING COST RECOVERY
Employees with less than 3 years' service who receive training at College expense and who leave College service within
1 year of the completion of training shall reimburse the College. therefor up to a triaximum of $500.00, except where
prohibited by law or regulation.
ARTICLE 28
FEDERAL AND STATE JOB PROGRAMS:
The employer supports Federal/State
programs that provide work experience opportunities.
Such opportunities
shall:.
1)
Not result in the displacement of any currently employed eniployee loss of job or position, including partial
displacement such as reduction in the hours of non-overtime work, wag~ or employment benefits;
2)
Not.be utilized in any College depart.mel1 when an employee is on layoff from the same or equivalent position
or when a College department has terminated the employment of any regular employee or otherwise reduced
its work force with the intention of using the StatelFederal programs to fill said positions;
3)
Not infringe upon the promotional opportunities of any currently employed employee;
18
4)
Exclusivity of bargaining unit work shall not be IQStby the Civil Service Employees Association, Inc., Local
.
1000, AFSCME, AFL-CIO in this bargaining unit because of participms performing tiargaining unit activities
under this program;
S)
The Civil Service Employees Association, Inc.,. Local 1000, AFSCME, AFL-CIO does not waive its rights
under the Taylor Law for the period of this program.
ARTICLE 29
El\fPLOYEE ASSISTANCE PROGRAM
The Umon and the College agree upon the value of an effective employee assistance program to assist employees and
immediate family members in finding help to resolve personal problems which may adversely affect work performance
and/or an employee's physical or meotal health. The Union and the Employer agree to contime an employee assistance
program under the guidance of a joint labor-management committee in cooperation with other negotiating unit
representatives.
ARTICLE 30
.
WORKER'S COl\fPENSATION'
In addition to benefits provided under the New York Worker's Compensation Law, Employer agrees to provide
employees for injuries, as defined in said law, compensation in an amount equal to that provided for in the Worker's
Compensation Law, for time regularly scheduled but not worked, starting from the first day of work-related injury or
illness and contiming mil the employee returns to work or receives statutory COmpmsatiOllbenefits. .Any benefits paid
under this Article for time.for which statutory compensation benefits are also paid shall be refunded to the Employer.
No benefits under this article will be paid in partial-day segments. The maximum compensation limits, as provided
.:
in the Worker's
Compensation Law, shall apply to compensation provided under this article.
It is understood that the
employee's sick leave will not be affected by this article. Injured employees who leave during regular working hours
will be paid for the full day if they were sent home with the competent medical authority's approval.
ARTICLE 31
JURy and COURT LEAVE
An employee selected for jury duty on regularly scheduled work days shall receive paid leave, with no charge against
leave credits. Employees scheduled to work the evening or night shifts shall be considered working the day shift during
their term of jury duty, and as such shall not be required to report to work during their term of jury duty. Employees
on jury duty leave shall remit to the employer all remuneration received as a juror including money paid for mileage
and parking unless such mileage and/or parking expenses are actually incurred. Mileage will not be considered incurred
if the employee reports to jury duty and works in the same city or town. To be eligible for the above benefit, the
employee will cooperate with the employer by notifying the employer through his/her department head, immediately
upon being summoned as a juror, and in joining in a request for deferral of jury duty whenever, in the employer's
judgenieot,. such a' request is necessary. The foregoing provisions for leave may also be granted for court appearances
in the discretion of the college's Human Resource Officer.
ARTICLE 32
SAVINGS CLAUSE
S~1d any provision of this Agreement be declared unlawful by any court of competent jurisdiction, the parties shall
honor the remainder of the Agreemem and shall meet for the purpose of renegot~ing that portion declared unlawful.
ARTICLE 33
SAFETY EQUIPMENT
Any and all safety equipment deemed necessary by the Board of Trustees or its designee, or required by law, shall be
provided by the Employer without cost to the employee.
19
ARTICLE 34
EMPLOYEE RECOGNITION PROGRAM
The Union and the Employer agree upon the value of an effective employee recognition program to recognize and
encourage exceptional performance. To that end, the provisions of Local Law No. 2-1986, entitled. A Local Law
Establishing Employee Awards and Recognition and Authorizing Merit Pay Awards," are hereby incorporated imo this
agreement.
ARTICLE 35
SUBCONTRACTING
The employer sball meet and confer with the union before making any decision to subcontract work customarily
performed by members of the bargaining unit. Meeting and conferring will begin at the commeocemed of fact-finding
by the employer.
ARTICLE 36
FLEXIBLE SPENDING ACCOUNT (FSA)
The College agrees to establish, at no cost to the employee, a Section 125, Parts a, band c, FSA for each member of
the bargaining unit. The union and the College agree to meet and confer for the selection of a third-party administrator.
A newly hired employee will have a six (6) month waiting period before being able to participate in the FSA.
ARTICLE 37
TERM
This contract sball be effective on Sepember
until midnight, August 31, 2003.
ARTICLE 38
1, 2000, and retroactive thereto, and sball cootime in full force and effect
AGREEMENT, TOTALITY OF
The foregoing constitutes the entire agreemenfbetween the parties, and no verbal statement or other agreement, except
an amendment in writing approved by the Employer and the Union annexed hereto and designated ~ an amendment
to this Agreement sball supersede or vary the provisions herein.
COUN~
OF ONTARIO.
By: ;erC'-n£!
.
tJ ~-'1U~--h~I
.
Donald C. Ninestine, C
Board of Supervisors
.
E
By:
David A. Bloom, President,
Local 835, FLeC Employees Unit, CSEA
By:
_~~tJJ- i.
h~/
Robert Leonard, Labor Relations Specialist, CSEA
20
STATE OF NEW YORK)
COUNTY OF ONTARIO)
SS.:
, 2001, before me came DONALD C. NINESTINE, to me known, who
On theo<1.-tJ-day of ~~
duly sworn, did deposg and SS:y~ he resides in the City of Geneva, County of Ontario, New York; that be
Chairman of the board of Supervisors of the County of Ontario, the municipal corporation descnOed in aDd
executed the foregoing instl\J.lDtU; that he knows the seal of said corporation; that the seal affixed by order of the
of Supervisors of said corporation, and that he signed his name thereto by like order.
being
is the
which
Board
:f~~ Notary Public
YtUA/'JulLt-w
LORRAINE MARCHILDON
Notary Public, State of New York
Ontario County No. 01 MA45 13550
Commission Expires Sept. 30, J..~QI
STATE OF NEW YORK)
COUNTY OF ONTARIO) SS.:
2001,beforeme cameHARRYG. BURT,to me known,whobeingdulySWOrD,
On the J.l:,t;t.. day Of~~,
did depose and say'
he resid
in the Town of Geneva, County of Ontario, New York; that be is the Chair of the
Board of Trostees of Finger Lakes Conmnmity College, the municipal corporation described in and whicb executed the
foregoing instnunent; that he knows the seal of said corporation; that the se81 affixed by order of the Board of Trostees
of said corporation, and that he signed his name thereto by like order.
paJ;:uut.-
)11.
Notary Public
PATRICIA M. FINAGAN
Notary Public. State of New York
Ontario County Registration #01 FI6025041
STATE OF NEW YORK)
COUNTY OF ONTARIO) SS.:
On the~ 51:1\day of ~M1r
be the individual desc~
1t'lj";'
MyCommissionExpiresMay17, ~
, 200 1 before me came DAVID A. BLOOM, to me known and known to me to
executed, the foregoing instl\J.lDel1t,and
be acknowledged to me that be executed
.
the same.
Pdu~
1t1- :jw~
Notary Public
STATE OF NEW YORK)
COUNTY OF ONTARIO)
PATRICIA M. FINAGAN
Notary Public. State of New Yort(
Ontario County Registration #01FI6025041
My Commission ExpIres May 17.~
SS.:
of(1, t"ILLiL.U...4., 2001 before me came ROBERT LEONARD to me 'known and known to me to
On the 30 ~y
be the individual
executed, the foregoIDginstrument, and be acknowledged to me that be executed
the same.
'
~
~c7f~l
Notary Public
CHERYL L. ALliNG
C
t.i"..ot
~
1v, P'lh\:
. ..,- .C State
~.#;."'
'llInW
~(.::...:-:~:~~";.~;:
~E:<~)i:(::'
2000 FLeC CSEA CONTRACT FINAL JAN9.DOC
21
Reg
of New York
Q 29
c
~
nO.tAL487...
~Jf:(.;ember
8d~~
~~")
ALLOCATION TO GRADE
Title
Grade
Account Clerk Typist'
AV Repair Assistant, Part-Time
Building Mai~tenance Assistant
Building Maintenance Mechanic
Building Maintenance Supervisor
Campus Security Guard
Carpenter
Cleaner
Custodian
Data Entry Operator
Electrician
Electronic Work Station Operator
Groundskeeper, new hires after 1/1/96
Landscape Maintainer, incumbents as of 1/1/96
Library Clerk Typist
Office Sp.ecialist 1
Office Specialist 2
Payroll Clerk
Photocopy Machine Operator, Part-Time
Photographer, Part-Time
Plumber
Principal Account Clerk
Senior Account Clerk Typist
Senior Building Maintenance Assistant
Senior Clerk
Senior Library Clerk
Senior Photocopy Machine Operator
Stenographer'
Supervising Campus Security Guard
Ty.pist
6
6
6
9
18
7
13
1
5
3
17
.
6
5
7
3
3
5
4
2
6
13
10
8
14
7
3
4
6
11
Labor\FLCC CSEA\Allocation 2000
.
3
SCHEDULE F - FLCC CSEA (9/1/2000-8/31/2001)
- H'OURLY WAGE CHART- 3.25°1c.INCREASE
GRADE
MIN
0
1
.
2
3
4
5
6
7
8
9
10
11
12
13
14
15
. 16
17
18
19
20
STEP 1
7.33
8.28
10.75
11.07
11.24
11.54
11.89
12.63
13.04
13.39
13.83
14.23
. 15.11
15.29
~15.55
16.44
17.48
18.00
19.18
21.30
23.99
25.56
MIN
7.14
8.03
10.54
10.78
10.98
11.25
11.54
12.31
12.64
13.04
13.42
13.83
14.63
14.86
. 15.11
15.99
16.93
17.48
18.64
20.67
23.27
24.79
STEP 2
7.57
8.48
11.20
11.32
11.53
11.84
12.17
12.99
13.39
13.80
14.22
14.63
15.53
15.71
15.99
16.93
17.98
18~47
19.74
21.95
24.67
26.30
STEP 3
7.76
8.75
11.50
11.78
11.94
12.10
12.53
13.36
13.78
14.20
14.61
15.04
15.95
16.18
16.43
17.44
18.46
19.02
20.32
22.59
25.34
27.04
.
STEP 4
8.02
8.95
11.83
12.1 0
12.34
12.66
12.87
13.74
14.18
14.58
15.01
15.46
16.41
16.62
16.89
17.88
19.02
19.46
20.89
23.23
26.06
27.77
STEP 5
8.23
9.25
12.11
12.46
12.68
13.06
13.24
14.10
14.55
14.97
15.43
15.91
16.82
17.05
17.32
18.39
19.46
19.98
21.43.
23.95
26.72
28.52
STEP 6
8.74
9.81
13.00
13.38
13.56
13.96
14.24
15.17
15.61
16.07
16.58
17.07
18.06
18.24
18.66
19.75
20.91
21".53
23.01
25.34
28.72
30.61
)
..-
- -"-
-
SCHEDULE F FLCC CSEA (9/1/2000-8/31/2001)
- 'Annual Reference - 37.5 Hour Week
GRADE
MIN
0
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
MIN
.
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
STEP 6
13,923.00 14,293.50 14,761.50 15,132.00 15,639.00 16,048.50 .17,043.00
15,658.50
20,553.00
21,021.00
21,411.00
21,937.50
22,503.00
24,004.50
24,648.00
25,428.00
26,169.00
26,968.50
28,528.50
28,977.00
29,464.50
31,180.50
33,013.50
34,086.00
36,348.00
40,306.50
16,146.00
20,962.50
21,586.50
21,918.00
22,503.00
23,185.50
24,628.50
25,428.00
26,110.50
26,968.50
27,748.50
29,464.50
29,815.50
gO,322.50
32,058.00
34,086.00
35,100.00
37,401.00
41,535.00
16,~36.00
21,840.00
22,074.00
22,483.50
23,088.00
23,731.50
25,330.50
26,110.50
26,9'10.00
27,729.00
28,528.50
30,283.50
30,634.50
31,180.50
33,013.50
35,061.00
36,01-6.50
38,493.00
42,802.50
17,062.50
22,425.00
22,971.00
23,283.00
23,595.00
24,433.50
26,052.00
26,871.00
27,690.00
28,489.50
29,328.00
31,102.50
31,551.00
32,038.50
34,008.00
35,997.00
37,089.00
39,624.00
44,050.50
17,452.50
23,068.50
23,595.00
24,063.00
24,687.00
25,096.50
26,793.00
27,651.00
28,431.00
29,269.50
30,147.00
31,999.50
32,409.00
32,935.50
34,866.00
37,089.00
37,947.00
40,735.50
45,298.50
18,037.50
23,614.50
24,297.00
24,726.00
25,467.00
25,818.00
27,495.00
28,372.50
29,191.50
30,088.50
31,024.50
32,799.00
33,247.50
33,774.00
35,860.50
37,947.00
38,961.00
41,788.50
46,702.50
19,129.50
25,350.00
26,091.00
26,442.00
27,222.00
27,768.00
29,581.50
30,439.50
31,336.50
32,331.00
33,286.50
35,217.00
35,568.00
36,387.00
38,512.50
40,774.50
41,983.50
44,869.50
49,413.00
..
45,376.50 46,780.50 48,106.50 49,413.00 50,817.00 52,104.00 56,004.00
48,340.50 49,842.00 51,285.00 52,728.00 54,151.50 55,614.00 59,689.50
-I
- - --
SCHEDULE F .;.FLCC CSEA (9/1/2000-8/31/2001)
Annual Reference
40 Hour Week
-
GRADE
MIN
0
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
MIN
14,851.20
16,702.40
21,923.20
22,422.40
22,838.40
23,400.00
24,003.20
25,604.80
26,291.20
27, 123".20
27,913.60
28,766.40
30,430.40
30,908.80
31,428.80
33,259.20
35,214.40
36,358.40
38,771.20
42,993.60
48,401.60
51,563.20
STEP 1
15,246.40
17,222.40
22,360.00
23,025.60
23,379.20
24,003.20
24,731.20
26,270.40
27,123.20
27,851.20
28,766.40
29,598.40
3.1,428.80
31,803.20
"32,344.00
34,195.20
36,358.40
37,440.00
39,894.40
44,304.00
49,899.20
53.164.80
STEP 2
15,745.60
17,638.40
23,296.00
23,545.60
23,982.40
24,627.20
25,313.60
27,019.20
27,851.20
28,704.00
29,577.60
30,430.40
32,302.40
32,676.80
33,259.20
35,214.40
37,398.40
38,417.60
41,059.20
45,656.00
51,313.60
54,704.00
STEP 3
16,140.80
18,200.00
23,920.00
24,502.40
24,835.20
25,168.00
26,062.40
27,788.80
28,662.40
29,536.00
30,388.80
31,283.20
33,176.00
33,654.40
34,174.40
36,275.20
38,396.80
39,561.60
42,265.60
46,987.20
52,707.20
56,243.20
STEP 4
16,681.60
18,616.00
24,606.40
25,168.00
25,667.20
26,332.80
26,769.60
28,579.20
29,494.40
30,326.40
31,220.80
32,156.80
34,132.80
34,569.60
35,131.20
37,190.40
39,561.60
40,476.80
43,451.20
48,318.40
54,204.80
57,761.60
STEP 5
17,118.40
19,240.00
25,188.80
25,916.80
26,374.40
27,164.80
27,539.20
29,328.00
30,264.00
31,137.60
32,094.40
33,092.80
34,985.60
35,464.00
36,025.60
38,251.20
40,476.80
41,558.40
44,574.40
49,816.00
55,577.60
59,321.60
STEP 6
.18,179.20
20,404.80
27,040.00
27,830.40
28,204.80
29,036.80
29,619.20
31,553.60
32,468.80
33,425.60
34,486.40
35,505.60
37,564.80
37,939.20
38,812.80
41,080.00
43,492.80
44,782.40
47,860.80
52,707.20
59,737.60
63,668.80
..
-.....-
-
SCHEDULE N FLCC CSEA (9/1/2000-8/31/2003)
NEW EMPLOYEE HOURLY WAGE CHART
GRADE
MIN
0
1
2'
.
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
YEAR 1
Hourly
7.14
8.03
10.54
10.78
10.98
11.25
11.54
12.31
12.64
13.04
13.42
13.83
14.63
14.86
15.11
.15.99
16.93
17.48
18.64
20.67
23.27
24.79
9/1/2000
YEAR 1
37.5 HR
13,923.00
15,658.50.
20.553.00
21,021.00
21 ,411 .00
21,937.50
22,503.00
24,004.50
24.648.00
25,428.00
26.169.00
26.968.50
28,528.50
28,977.00
29,464.50
31,180.50
33,013.50
34,086.00
36,348.00
40,306.50
45,376.50
48,340.50
YEAR 1
40 HR
GRADE
MIN
14.851.20
16,702.40
0
21.923.20
1
22,422.40
2
22,838.40
3
4
,23,400.00
24,003.20
5
6
25.604.80
26,291.20
7
8
27,123.20
9
27.913.60
28,766.40
10
30,430.40
11
12
30,908.80
31,428.80
13
33,259.20
14
15
35.214.40
16
36,358.40
38,771.20
17
42,993.60
18
19
48,401.60
51,563.20
20
9/1/2001
YEAR 2 YEAR 2 YEAR 2
Hourly
37.5 HR
40 HR
GRADE
14,332.50
15,288.00
7.35
MIN
16,126.50 17.201.60
0
8.27
21,177.00 22.588.80
10.86
1
21,645.00 23,088.00
11.10
2
22,054.50 23.524.80
3
11.31
22,600.50
24,107.20
4
11.59
11.89
23.185.50 24,731.20
5
24,726.00 26,374.40
6
12.68
7
13.02 '25,389.00 27,081.60
13.43
26.188.50 27.934.40
8
26,949.00 28,745.60
13.82
9
27,768.00 29,619.20
14.24
10
.
15.07
11
29.386.50 31,345.60
29,854.50 31,844.80
15.31
12
13
30,342.00 32,364~80
15.56
32,116.50 34,257.60
16.47
14
15
34,008.00 36,275.20
17.44
35,100.00 37,440.00
16
18.00
37,440.00 39,936.00
19.20
17
18
41,515.50 44,283.20
21.29
19
23.97 '46,741.50 49,857.60
49,783.50 53,102.40
20
25.53
YEAR 3
Hourly
7.57
A.52
11.19
11.43
11.65
11.94
12.25
13.06
13.41
13.83
14.23
14.67
15.52
15.77
16.03
16.96
17.96
18.54
19.78
21.93
24.69
26.30
9/1/2002
YEAR 3
37.5 HR
14,761.~0
16,614.00
21.820.50
22,288.50
22,717.50
23,283.00
23,887.50
25,467.00
26,149.50
26.968.50
27,748.50
28,606.50
30,264.00
30,751.50
31,258.50
33,072.00
35,022.00
36.153.00
38,571.00
42.763.50
48,145.50
51.285.00
YEAR 3
40 HR
15,745.60
17.721.60
23.275.20
23,774.40
24,232.00
24,835.20
25,480.00
27,164.80
27,892.80
28,766.40
29,598.40
30,513.60
32,281.60
32,801.60
33,342.40
35,276.80
37,356.80
38,563.20
41,142.40
45.614.40
51.355.20
54,704.00'
-
SCHeDULE F FlCC CSEA (9/1/2001-8/31/2002)
- HOURLY WAGE CHART - 3% INCREASE
GRADE
MIN
0
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
MIN
7.35
8.27
10.86
11.10
11.31
11.59
11.89
12.68
13.02
13.43
13.82
14.24
15.07
15.31
15.56
16.47
17.44
18.00
19.20
21.29
23.97
25.53
STEP 1
7.55
8.53
11.07
11.40
.
.
.
11.58
11.89
12.25
13.01
13.43
13.79
14.24
14.66
. 15.56
15.75
.. 16.02
16.93
18.00
18.54
19.76
21 .94
24.71
26.33
.
STEP 2
7.80
8.73
11.54
11.66
11.88
12.20
12.54
13.38
13.79
14.21
'14.65
15.07
16.00
16.18
16.47
17.44
18.52
19.02
20.33
22.61
25.41
27.09
STEP 3
7:99
9.01
11.85
12.13
12.30
12.46
12.91
13.76
14.19
14.63
15.05
15.49
16.43
16.67
16.92
17.96
19.01
19.59
20.93
23.27
26.10
27.85
STEP 4
8.26
9.22
12.18
12.46
12.71
13.04
13.26
. 14.15
14.61
15.02
15.46
15.92
16.90
17.12
17.40
18.42
19.59
20.04
21..52
23.93
26.84
28.60
STEP 5
STEP 6
8.48
. . 9.00
9.53
10.10
12.47
13.39
12.83
13.78
13.06
13.97
13.45
14.38
13.64
14.67
14.52
15.63
14.99
16.08
15.42
16.55
15.89
17.08
16.39
17.58
17.32
18.60
17.56
18.79
17.84
19.22
18.94
20.34
20.04
21.54.
20.58
22.18
22.07
23.70
24.67
26.10
27.52
29.58
29.38
31.53
)
. _. -..
--
SCHEDULE F - FLCC CSEA (9/1/2001-8/31/2002)
Annual Reference
37.5 Hour Week
-
GRADE
MIN
0
1
2
3
4
5
6
7
8
9
10
11
12
013
14
15
16
17
18
19
20
MIN
14,332.50
16,126.50
21,177.00
21,645.00
22,054.50
22,600.50
23,185.50
24,726.00
25,389.00
26,188.50
26,949.00
27,768.00
29,386.50
29,854.50
30,342.00
32,116.50
34,008.00
35,100.00
37,440.00
41,515.50
46,741.50
49,783.50
STEP 1
14,722.50
16,633.50
21,586.50
22,230.00
22,581.00
23,185.50
23,887.50
25,369.50
26,188.50
26,890.50
27,768.00
28,587.00
30,342.00
30,712.50
31,239.00
33,013.50
35.100.00
36,153.00
38,532.00
42,783.00
48,184.50
51,343.50
STEP 2
15,210.00
17,023.50
22,503.00
22,737.00
23,166.00
23,790.00
24,'453.00
26,091.00
26,890.50
27,709.50
28,567.50
29,386.50
31,200.00
31,551.00
32,116.50
34,008.00
36,114.00
37,089.00
39,643.50
44,089.50
49,5490.50
52,825.50
STEP 3
15,580.50
17,569.50
23,107.50
23,653.50
23,985.00
24,297.00
25,174.50
26,832.00
27,670.50
28,528.50
29,347.50
30,205.50
32,038.50
32,506.50
32,994.00
35,022.00
37,069.50
38,200.50
40,813.50
45,376.50
50,895.00
54,307.50
.
STEP 4
16,107.00
17,979.00
23,751.00
24,297.00
24,784.50
25,428.00
25,857.00
27,592.50
28,489.50
29,289.00
30,147.00
31,044.00
32,955.00
33,384.00
33,930.00
35,919.00
38,200.50
39,078.00
41,964.00
46,663.50
.52,338.00
55,770.00
STEP 5
16,536.00
18,583.50
24,316.50
25,018.50
25,467.00
26,227.50
26,598.00
28,314.00
29,230.50
30,069.00
30,985.50
31,960.50
33,774.00
34,242.00
34,788.00
36,933.00
39,078.00
40,131.00
43,036.50
48,106.50
53,664.00
57,291.00
STEP 6
.17,550.00
19,695.00
26,110.50
26,871.00
27,241.50
28,041.00
28,606.50
30,478.50
31,356.00
32,272.50
33,306.00
34,281.00
36,270.00
36,640.50
37,479.00
39,663.00
42,003.00
43,251.00
46,215.00
50,895.00
57,681.00
61,483.50
.- '-
---
-
SCHEDULE F FLCC CSEA (9/1/2001-8/31/2002)
- " Annual Reference
40 Hour Week
GRADE
MIN
0
1
2
3
4
5
6
7
8
-9
10
11 -'.
12
13
14
15
16
17
18
19
20
STEP 1
15,704.00
17,742.40
23,025.60
23,712.00
24,086.40
24,731.20
.25,480.00
27,060.80
27,934.40
28,683.20
29,619.20
30,492.80
31,345.60
32,364.80
31,844.80 32,760.00
32,364.80 23,321.60
34,257.60
~5,214.40
36,275.20 37,440.00
37,440.00 38,563.20
39,936.00 41,100.80
44,283.20 45,635.20
49,857.60 51,396.80
53,102.40 54,766.40
MIN
15,288.00
17,201.60
22,588.80
23,088.00
23,524.80
24,107.20
24,731.20
26,374.40
27,081.60
27,934.40
28,745.60
29,619.20
STEP 2
16,224.00
18,158.40
24,003.20
24,252.80
24,710.40
25,376.00
26,083.20
27,830.40
28,683.20
29,556.80
30,472.00
31,345.60
33,280.00
33,654.40
34,257.60
36,275.20
38,521.60
39,561.60
42,286.40
47,028.80
52,852.80
56,347.20
-
STEP 3
16,619.20
18,740.80
24,648.00
25,230.40
25,584.00
25,916.80
26,852.80
28,620.80
29,515.20
30,430.40
31,304.00
32,219.20
34,174.40
34,673.60
35,193.60
37,356.80
39,540.80
40,747.20
43,534.40
48,401.60
54,288.00
57,928.00
STEP 4
17,180.80
19,177.60
25,334.40
25,916.80
26,436.80
27,123.20
27,580.80
29,432.00
30,388.80
31,241.60
32,156.80
33,113.60
35,152.00
35,609.60
36,192.00
38,313.60
40,747.20
41,683.20
44,761.60
49,774.40
55,827.20
59,488.00
STEP 5
17,638.40
19,822.40
25,937.60
26,686.40
27,164.80
27,976.00
28,371.20
30,201.60
31,179.20
32,073.60
33,051.20
34,091.20
36,025.60
36,524.80
37,107.20
39,395.20
41 ,683.20
42,806.40
45,905.60
51,313.60
57,241.60
61,110.40
STEP 6
.18,720.00
21,008.00
27,851.20
28,662.40
29,057.60
29,910.40
30,513.60
32,510.40
33,446.40
34,424.00
35,526.40
36,566.40
38,688.00
39,083.20
39,977.60
42,307.20
44,803.20
46,134.40
49,296.00
54,288.00
61,526.40
65,582.40
)
--
- -...-
SCHE;DULE F - FLCC CSEA (9/1/2002-8/31/2003)
- HOURLY WAGE CHART - 3°k INCREASE
GRADE
MIN
0
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
MIN
7.57
8.52
11.19
11.43
11.65
11.94
12.25
13.06
13.41
13.83
14.23
14.67
15.52
15.77
16.03
16.96
17.96
18.54
19.78
21.93
24.69
26.30
STEP 1
7.78
8.79
11.40
11.74
11.93
12.25
12.62
13.40
13.83
14.20
14.67
15.10
16.03
16.22
~16.50
17.44
18.54
19.10
20.35
22.60
25.45
27'.12
STEP 2
8.03
8.99
11.89
12.01
12.24
12.57
12.92
13.78
14.20
14.64
15.09
15.52
16.48
16.67
16.96
17.96
19.08
19.59
20.94
23.29
26.17
27.90
STEP 3
8.23
9.28
12.21
12.49
12.67
12.83
13.30
14.17
14.62
15.07
15.50
15.95
16.92
17.17
17.43
18.50
19.58
20.18
21 .56
23.97
26.88
28.69
STEP 4
8.51
9.50
12.55
12.83
13.09
13.43
13.66
14.57
15.05
15.47
15.92
16.40
17.41
17.63
17.92
18.97
20.18
20~64
22. 17
24.65
27.65
29.46
STEP 5
8.73
9.82
12.84
13.21
13.45
13.85
14.05
14.96
15.44
15.88
16.37'
16.88
17.84
18.09
18.38
19.51
20.64
21.20
22.73
25.41,
28.35
30.26
STEP 6
9.27
10.40
13.79
14.19
14.39
14.81
15.11
16.10
16.56
17.05
17.59
18.11
19.16
19.35
19.80
20.95
22. 19
22.85
24.41
26.88
30.47
32.48
.)
.-. - - - -
SCHEDULE
F - FLCC CSEA (9/1/2002-8/31/2003)
.
-
GRADE
MIN
0
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
.20
MIN
14,761.50
16,614.00
21,820.50
22,288.50
22,717.50
23,283.00
23,887.50
25,467.00
26,149.50
26,968.50
27,748.50
28,606.50
30,264.00
30,751.50
31,258.50
33,072.00
35,022.00
36,153.00
38,571.00
42,763.50
48,145.50
51,285.00
Annual Reference
STEP 1
15, 171 .00
17,140.50
22,230.00
22,893.00
23,263.50
23,887.50
24,609.00
26,130.00
26,968.50
27,690.00
28,606.50
29,445.00
3.1,258.50
31,629.00
~2,175.00
34,008.00
36,15~.00
37,245.00
39,682.50
44,070.00
49,627.50.
52,884.00
STEP 2
15,658.50
17,530.50
23,185.50
23,419.50
23,868.00
24,511.50
25,194.00
26,871.00
27,690.00
28,548.00
29,425.50
30,264.00
32,136.00
32,506.50
33,072.00
35,022.00
37,206.00
38,200.50
40,833.0045,415.50
51,031.50
54,405.00
- 37.5Hour
STEP 3
16,048.50
18,096.00
23,809.50
24,355.50
24,70q.50
25,018.50
25,935.00
27,631.50
28,509.00
29,386.50
30,225.00
31,102.50
32,994.00
33,481.50
33,988.50
36,075.00
38,181.00
39,351.00
42,042.00
46,741.50
52,416.00
55,945.50
Week
STEP 4
16,594.50
18,525.00
24,472.50
25,018.50
25,525.50
26,188.50
26,637.00
28,411.50
29,347.50
30,166.50
31,044.00
31,980.00
33,949.50
34,378.50
34,944.00
36,991.50
39,351.00
40,248.00
43,231.50
48,067.50
53,917.50
57,447.00
STEP 5
17,023.50
19,149.00
25,038.00
25,759.50
26,227.50
27,007.50
27,397.50
29,172.00
30,108.00
30,966.00
31,921.50
32,916.00
34,788.00
35,275.50
35,841.00
38,044.50
40,248.00
41,340.00
44,323.50
49,549.50
55,282.50
59,007.00
STEP 6
.18,076.50
20,280.00
26,890.50
27,670.50
28,060.50
28,879.50
29,464.50
31,395.00
32,292.00
33,247.50
34,300.50
35,314.50
37,362.00
37,732.50
38,610.00
40,852.50
43,270.50
44,557.50
47,599.50
52,416.00
59,416.50
63,336.00
...
-....-
seH~DULE F - FLee eSEA (9/1/2002-8/31/2003)
-
5
6
STEP 2
16,702.40
18,699.20.
24,731.20.
24,980..80.
25,459.20.
24,835.20. 25,480..0.0. 26,145.60
25,480..0.0.
26,249.60. 26,873.6027,164.80. 27,872.0.0. 28,662.40
7
8
9
27,892.80.
28,766.40.
29,598.40.
GRADE
MIN
0
1
2
3
4'
10
11
12
.13
14
15
16
17
18
19
20
MIN
15,745.60.
17,721.60.
23,275.20.
23,774.40.
24,232.00.
Annual Reference
STEP 1
16,182.40.
18,283.20
23,712.0.0.
"24,419.20.
24,814.40.
28,766.40. 29,536.0.0.
29,536.0.0. 30.,451.20.
30.,513.60. 31,387.20.
30.,513.60. 31,40.8.0.0.
32,281.60. 33,342.40.
32,80.1.60. 33,737.60.
33,342.40. 134,320..0.0.
35,276.80. 36,275.20.
37,356.80. 38,563.20.
38,563.20. 39,728.0.0.
41,142.40. 42,328.0.0.
45,614.40. 47,0.0.8.00.
51,355.20. 52,936.0.0
54,70.4.0.0. 56,40.9.60.
32,281.60
34,278.40
34,673.60.
35,276.80
37,356.80.
39,686.40.
40.,747.20.
43,555.20.
48,443.20
54,433.60.
- 40 Hour Week
STEP 3
17,118.40.
19,302.40
25,396.80.
25,979.20.
26,353.60.
26,686.40.
27,664.0.0.
29,473.60.
STEP 4
STEP 5
17,70.0..80 18,158.40
19,760..0.0. 20,425.60.
26,10.4.0.0.
26,70.7.20
26,686.40. 27,476.80.
27,227.20. 27,976.00.
27,934.40. 28,808.0.0
28,412.80. 29,224.0.0.
31,116.80.
32,115.20.
33,030..40.
30.,40.9.60.
30.,30.5.60.
31,30.4.0.0.
31,345.60.
32,177.60
32,240..0.0.
33,113.60. 34,049.60.
.34,112.0.0. 35,110..40
36,212.80. 37,10.7.20.
36,670.40. 37,627.20.
37,273.60. 38,230..40.
39,457.60. 40.,580..80.
41,974.40. 42,931.20.
42,931.20. 44,0.96.0.0.
46,113.60. 47,278.40.
51,272.0.0. 52,852.80.
57,512.00. 58,968.0.0.
61,276.80. 62,940..80.
33,176.0.0.
35,193.60.
35,713.60.
36,254.40.
38,480.0.0.
40.,726.40.
41,974.40.
44,844.80.
49,857.60.
55,910..40.
58,0.32.0.0. 59,675.20.
STEP 6
19,281.60
21,632.00.
28,683.20.
29,515.20.
29,931.20.
30.,804.80.
31,428.80.
33,488.0.0.
34,444.80.
35,464.0.0.
36,587.20.
37,668.80.
39,852.80.
40.,248.0.0
41,184.00
43,576.0.0.
46,155.20.
47,528.00.
50.,772.80.
55,910..40.
63,377.60.
67,558.40.
. -. - - - -
eSElf
Loca11000, AFSCME, AFL-CIO
143 Washington
Ave., Albany, NY 12210
Danny Donohue, President
.c..'iA.'